What are other yachts doing now?

The survey was completed by 88 Captains in total between 8/04 and 11/04 across a variety of different sized yachts to provide some insight into what is happening regarding crew employment. The statistics are attached in graph form.

A few points to make regarding the survey:

The graphs are easy to read but the bullet points below offer some clarity on the main points and some additional insight that might not be obvious. Several Captains also called me who didn’t feel comfortable filling in the survey but passed over their opinions and thoughts. They don't make it into the statistics. 


Comments by Captains (these are exact quotes from various Captains when given the opportunity to comment)

Leave / Salary


Hopefully this is of some interest to readers and helps with decision making.

What can green crew do to upskill whilst in lockdown?

Whilst as a society this is a challenging time, this is actually an amazing opportunity if you are a green member of crew. Assuming you can’t work, you have a lot of time on your hands over the next couple of months and there is so much you can do to make yourself more employable. When you are asked in interview what you’ve been doing you can actually say something impressive about a skill you have mastered.

These suggestions will actually benefit you, but it is up to you to actually do it. For clarity, watching a video or practicing making the bed once actually achieves very little. You need to choose what you are going to concentrate on and then focus on it. If it is practical, then practice and practice it some more. If it is theoretical then learn it to the best of your ability and consistently test yourself. You haven’t learnt something unless you can do it perfectly every time. You are better off learning how to do 5 napkin folds 50 times each than 25 napkin folds 5 times each. Concentrate on mastering something before you move onto the next thing.

Some of these suggestions will probably seem unbelievably basic and simple but I absolutely promise you that the vast majority of the green crew reading this, can’t do the things below to the standard required. I can also promise you that the vast majority will watch a couple of videos and then go back to Netflix and ‘Tiger King’ [fairly understandably, it’s brilliant haha!] To steal a somewhat cliched quote ‘It’s never crowded on that extra mile’.

So get practising and learning and you will stand out from the crowd when you are interviewing.



Lots of green deckhands come into the industry with no maritime background of any description and lack the basic skills which going on a ‘deckhand’ course for a week won’t remedy.

I expect, as a minimum a deckhand should be able to do the basic knots with their eyes closed. The basic knots are simple but when you have to tie a fender to something quickly and the pressure is on it is easy to forget how to do it. I would practice, practice and practice again until they are all second nature. This is a great video, easy to follow and which covers most of the basics.

Not every deckhand entering the industry can have a Yacht Master under their belt. However, you all should have a good handle on Col Regs (International Regulations for Preventing Collision at Sea) and buoyage. This is knowledge you will need as you progress through the industry so why not start learning it now. The playlist below has been done by sailors going from the basics up. Great animation as well.

Col regs:


I would expect every green deckhand who sees this blog to know everything in the videos and playlists I have shared. That’s not an unreasonable level of learning in the time frame you will have off and it will help you stand out from the crowd. Test yourself too.

You want to be able to say in interview I know all the Col Regs and be able to answer any questions.

Varnishing & Painting

This is a great video on the basics of finishing woodwork. Whilst you won’t be expected to varnish or paint on day one having some practical knowledge is a good thing.

Meanwhile, this is a great channel for painting.


This playlist has a lot of videos with information on products that you would use on a yacht and some how to vids as well. This covers gel coat repairs, polishes, teak 2 part cleaning and many more. They are trying to sell their products but there is some good content in there so you can see how the basics are done.



We’re aren’t going to go into how to push a Dyson around but we are going to cover beds! Making beds probably seems very simple and possibly you think we are teaching you to suck eggs. Trust me, it is a lot more challenging than you think to get it to yacht standard. Plus it takes a lot more time than you would think to. The tutorial below shows you some good basics. Now you need to strip and make your double bed everyday for the next few weeks and make it look perfect every time. It will be creased so you have to iron it so it looks immaculate afterwards. Time yourself and try and be quicker every day. Why?

Because when you are making a bed on a yacht it will be in a tight time window whilst the guests are having breakfast. You may also have to get the bathroom looking immaculate too. So time is of the essence and the pace you work at is one of the things which differentiates an average stew from a good one. This channel has a load of videos on making beds plus decorations for tables etc. You just have to search for them as they have uploaded a lot of videos!


Whilst we aren’t encouraging you to leave the house specifically for flowers, a lot of supermarkets sell relatively cheap bunches. Next time you are food shopping pick up 2 or 3 different bunches and get stuck into some flower arranging practice at the kitchen table.

A couple of hours of solid practice with this will make you competent relatively quickly. This guy is brilliant and covers every kind of flower arrangement imaginable plus table decorations too.
Watch this channel

Napkin folding

Again this is something which is really easily practised at home. Perfect a selection of these and its one less skill a Chief Stew doesn’t have to show you from scratch.


There’s nothing particularly complicated or ground breaking in here but some solid service basics which should help.


This channel contains some good info on making the classic cocktails. Whilst there are hundreds of different versions of every classic and your owner will probably have a particular way he likes his Espresso Martini, the techniques and the process shouldn’t change. Just the ingredients and the ratios which you can learn when you join the yacht.

In the interim you can learn the cocktail making techniques.
Watch this channel

General tips for the interior

This video contains a selection of tips from various Chief Stews relating to the interior.

The information above isn’t exhaustive, there are other things you can learn eg wine knowledge, towel folding etc but it does cover a lot of the basics. Good luck guys.

What can the yacht crew do during the lockdown?

The last few weeks has been a unique situation for many of us, depending on where we are based, with governments imposing varying degrees of lockdown upon its citizens. Here at Quay Crew we are business as usual, albeit this is working from home and self-isolating which we have been doing since Monday 16th March.

As crew, a lot of you won’t be leaving the yacht for the next few weeks, or even months. So, we’ve put our heads together and come up with some ideas about how to boost crew morale and improve your working environment. Some of the ideas below have been suggestions from our clients , so thanks to those who have contributed. If you have any additional ideas please feel free to email them over to me at tim@quaycrew.com . I will pass them over to other yachts in another blog.

Educational & Career Development

Keeping Fit and Healthy

Regular access to fresh air and some sort of fitness related activity is vital so we would definitely embrace one or more of those options if feasible.

Fun Stuff

Food related

In times of trouble food can be hugely beneficial on morale so we have quite a few suggestions on this front.

A few final thoughts. There is a lot of suggestions in here so maybe have a vote on board about what people want to do and choose a few of the things above.

Limit the drinking of the crew on board. It is very tempting to let the crew get well boozed up a few times a week as it seems to improve people’s mood. We think that it will rapidly turn sour though if you do. People are far more likely to fall out when drunk or hungover. Alcohol is a depressant too and will increase people’s anxiety levels on board, so bad news for people maintaining good mental health.

I think the key thing with all these suggestions is that it is very easy to talk about it and nothing gets done. The Captain or HODs have to implement some of these things into the daily routine. I would also pass on the responsibility for organising these things to individual crew members and then a weekly schedule goes up on the crew mess wall.

Good luck with everything guys and speak soon!

Just get a job

This is only a short blog but it’s about a subject which I think is very important. Occasionally I work with some of Quay Crew’s consultants and we go through CVs of junior and green crew to try and spot some talent (which is increasingly hard) and one thing consistently jumps out me. The sheer number of crew entering the industry who don’t seem to have ever had a proper job. For the purposes of this, the definition of ‘proper’ job is full time work which you have held down for more than a couple of months. Even worse, some seem to have gone huge chunks of their late teenage and early adult years without even securing or holding down a part time job.

How is this possible? I had my first part time job at 14 years old washing dishes. I worked full time during my school holidays from the age of 16 in factories. I had my first permanent, full time job at 18 when I left school. Yet I see CVs of people who are 21, 22 who can only show a couple of months of part time work experience, often years ago. None of my early work experience was in any way relevant to yachting. But it showed I had a work ethic and had some life experience. Too many crew enteringyachting have neither.

School leavers...

If you are 18 and just leaving school then some of you reading this probably think that it’s acceptable to have not had a job. It isn’t. It means you either had no get up and go, no desire or ambition to work or you didn’t need to work as your parents have funded you. Either option isn’t good. Yachting is an incredibly hard industry where you can be working for months on end, long hours without a day off. Never having had a full time job instantly tells me you are woefully underprepared for it and will be average at best. Never had a part time job? Yachting definitely isn’t the industry for you. Plus you have no life experience and are too young. Go out and get a full time job for a year in something related, which ideally involves physical work and come back to yachting.

If you are 20 plus and still struggling to show work experience on your CV then I think you need to have a good think about why this is and address those issues promptly.

All things being equal I would choose a green member of crew who had worked at McDonald's for the last 3 years over someone who hasn’t ever really had a proper job but has a degree in something entirely unrelated to yachting and has grown up driving jet skis and boats.

The younger generation are lacking in resilience

For me life experience is invaluable to be a success on working on a yacht. If you have never been exposed to any hardship in your life then yachting can be an unforgiving environment. At the risk of sounding very old the younger generation are lacking in resilience. Without getting too deep, this is down to a few things, the education system, parents etc but one of the issues is not having had a rubbish job. If you haven’t been working on a building site at 7am on a freezing January morning, or in a factory doing mind numbing work for minimum wage then you can lack appreciation for what you have. If you’ve never had it bad, how do you know when you have it good?

I’m sure some of you reading this will be incandescent with rage at my sweeping generalisations. As always there are anomalies and there are situations which have meant people have been unable to get jobs. Or their Mum worked two jobs and made a lot of sacrifices to support them through university to increase their chances of getting a great degree. So my apologies if I have upset anyone whose circumstances are unique. But for the majority of the crew for whom the above applies, what I say is true.

So for those of you who are reading this and thinking about entering yachting after you leave school or university, do yourself a favour and get a job now. Ideally in high end hospitality (not a pub), on the water, or involving hard, physical labour. Good luck!

Where have all the Chief Officers gone?

The title of this blog is slightly tongue in cheek and I wrote it whilst humming a tune from my youth with a very similar title. For anyone wondering the song is here….

To be more specific and add some clarity this is specifically aimed at Chief Officers on yachts over 3000gt. The role of a Chief is to manage the running of the deck eg maintenance plans, tender operations, guest entertainment & operations, water sports, cleaning etc.

Currently there is a relatively small pool of qualified Chief Officers who actually have strong yachting and Chief experience plus a good CV. 95% of them are actually on decent boats with good pay and rotation so aren’t available. Realistically none of them are leaving their current positions unless it is to take a step up to Master.

So how are we going to fill the Chief roles when they come up as there seems to be a lack of talent out there? We have a flood of commercial Officers wishing to enter the industry with Master and Chief tickets but no yachting experience. That’s not a realistic option on a decent yacht. The bridge work is a relatively small part of the job and they just don’t have the experience to do the job to a high standard.

The other option is to hire an experienced, strong 2nd Officer who has good yacht experience. Sounds great on paper but sadly is lacking as well. The vast majority of 2nd Officers on yachts over 3000gt are either Safety or Navigational Officers which means they get precious little exposure to how a deck operates so they have a large step to take if they are given the opportunity of being Chief. To be honest I can’t remember the last time a yacht over 3000gt said they would consider a 2nd for a Chief role. It just doesn’t happen because the perception amongst Captains is that they aren’t competent enough. Occasionally people are internally promoted but outsiders don’t get the opportunity.

So what to do about this scenario? I have a few ideas.

I thought it would be worthwhile giving a general breakdown of 2nd Officer responsibilities on yachts too. Hopefully this educates people a little bit more too should they have any questions on how the general responsibilities breakdown.

Under 60m: Often this is a bosun role with watchkeeping on top. Worth checking whether a yacht employs a bosun to check this is a genuine Officer role. Or is it just running the deck and holding an occasional watch?

Under 70m: Predominantly deck work with occasional bridge work on top. Taking a role on something under 70m does bring some negative points to it though. Lack of exposure to paperwork in bridge and the perception (often ill founded) things ‘aren’t done properly’ compared to a 100m plus.

70m to 90m: Good mix of deck and bridge responsibilities. This can be the sweet spot with plenty of exposure to both sides of the job.

90m plus: Heavily focused on just Safety or Navigational Officer responsibilities. Often there is limited or no exposure to the deck.

As always there are anomalies regarding this in all directions. I can think of yachts 100m plus where 2nds are on deck a lot and equally I can think of 80m where the 2nds never leave the bridge.

I would love to hear other peoples thoughts on this, I think it’s an intriguing subject to which there aren’t any obvious solutions. Thanks for reading.

Why can’t I hire good junior crew?

For the purposes of this article I am classing all crew with under 2 years of experience as junior crew. This is something I hear quite a lot, good yachts expressing surprise that they can’t secure the quality of deckhand or stewardess that they want. I think that it comes down to one reason mainly which I will expand on below.

Yachting is changing, at a rate of knots (boom, boom) and yachts need to adjust with it. Quay Crew works with some great yachts which haven’t quite kept up and adapted yet which means they struggle to get the best crew, despite being very appealing to work for in a lot of respects.

To be specific I am referring to the package being offered to these crew. Not salary generally but holiday. The reality is if you aren’t offering 60 days of leave then you will struggle to secure the best crew. If you are only offering 30, 38, 42, 45 etc then you are fighting a losing battle unless you are offering something else which is exceptional eg very busy charter with 30k of tips a year. You can be the best run, happiest yacht in the world and you will still struggle to get the best crew. The reason being the best crew will be interviewing with multiple yachts and will often have multiple options. Every yacht will be doing the best to sell themselves as a great choice so it comes down to the bare statistics, holiday and to a lesser extent money.

The next issue to address is rotation. Increasingly yachts are offering rotation. For the sake of this article I am classing rotation as 3:1, 4:2, 2:1. NOT 5:1. So the best crew are now having roles offering them holiday which is a multiple of other yachts holiday package. Once junior yacht crew start seeing these roles advertised and then get interviewed for a role on a yacht offering 3:1 then 38 days just doesn’t cut it.

Recently we had a quick look at the deckhand roles and what they were offering. Approx. 10% were offering less than 60 days. 20% were offering rotation of some description and the other 70% were offering 60 days. This was just a casual snapshot of one department on a particular day last week. Not scientific as I have also rounded the numbers up and down, plus it’s too small a sample to draw too much from it. But…. An illuminating insight into what is going on with leave.

Case Study:

50m private Feadship. This is a great client with excellent long serving crew. Captain 7 years, Chief Stew 10 years, Chief Eng 8 years etc. Excellent salaries paid, superb longevity on board and a great working atmosphere. Lovely owner who really interacts with the crew and cares about them. Basically a great working environment. The yacht wanted crew who already had good longevity who would commit to the program long term. However, the yacht was only offering 38 days of holiday. They had two junior positions to fill on board and repeatedly came up against the objection of the holiday wasn’t good enough. They yacht had been actively recruiting those positions for around 2 months, interviewed dozens of candidates and offered multiple crew. The Captain went to management and leave was improved to 60 days. The roles were filled within a week after improving the leave package.

So what is the point of this blog? It’s partly to educate, but it is mainly to encourage yachts to campaign for their crew and get 60 days of leave for everyone as a minimum. Do that and you will find it significantly easier to recruit crew and you will also manage to hold onto them for longer. I appreciate that this involves adding additional cost to the annual budget, but I also believe the cost of not doing it will be far higher in the long run.

That's not how we do it here...

A change can do you good.

So this blog covers the same topic from several different perspectives. The topic is change, normally in operating procedures but it can affect other aspects of a yacht too. This blog is an important one as I consistently have crew complaining about the changes to an existing regime and thought I would try and add another viewpoint to it, as on occasion there are those who can embrace the changes made.

The below is a scenario from differing angles

Scenario 1:

A new Captain or Head of Department joins a Yacht and starts making wholescale changes to everything as they want to run the boat their way. At the time of the changes they have had little exposure to the crew, none to the owner but that doesn’t matter at this stage & they want to stamp their mark on the boat, and they know the best way of running things.

But this is Scenario 1 from a different perspective; The new Captain or HOD joins and realises quite quickly that there are fundamental flaws in the operating procedures across the board, standards are low and sets about changing things.

Obviously, if you were the existing Crew in this scenario there would be resistance. Between them they have got used to their own work patterns and have no desire to adapt to something new. Additionally, they have got very comfortable getting away with sloppy work and working harder to rectify this has little appeal.

Scenario 2:

Is when a new crew member joins a yacht and their constant refrain is ‘when I was on Motor Yacht Amazing we did it like this…..’. No one wants to hear that, and it gets very boring very quickly. An extension of this is to simply ignore the instructions because ‘they know better’ and you go off and do your own thing. This is hugely frustrating to a HOD. You don’t know the bigger picture so follow your orders.

Something we hear quite a lot of is relatively junior members of crew, both on the interior and exterior, telling us that ‘Motor Yacht Shambles’ isn’t run the way they think it should be. Occasionally there is some merit to these claims, but more often it’s a slightly deluded junior crew member who mistakenly believes their 4 months of experience means that they know what they are talking about.

Scenario 3:

A deckhand joins a new yacht after 2 years on his previous boat which is actually a very well-run operation which has great on-board training and a real culture of professional development. After bedding in and proving he knows his stuff he makes some small suggestions on how things could be improved only to be shot down by the Chief Officer who has the attitude of ‘if it isn’t broken, don’t fix it.’

To everyone who joins a new yacht, whether in a position of power or as a junior on board I would make a few suggestions. If you are the one who gets to dictate the changes then take some time to examine why things are done the way they are. If there is a legitimate reason to change things, then communicate why you are making the changes to your team. Don’t make changes just because you can and don’t make too many changes too quickly. Work out what your priorities are that absolutely have to change and then work downwards to the least. The long serving crew will be resistant so a softly, softly approach will bear more fruit than being a dictator.

If you are existing crew then try and be receptive to change. Chances are that you will learn another method of doing things and that expands your knowledge which is always a good thing. Worst case scenario is you know for a fact that the other way is superior. Listen to the crew underneath you if they have suggestions to make. Sometimes one of these suggestions will be a gold nugget that will make you work more efficiently / safely / quickly. It also encourages a learning environment where your team are thinking about work and will develop faster. They will also be stimulated professionally, more likely to stay longer etc. Definitely a positive. Hopefully this will make a few people think about this subject and how receptive they are to change.

Look forward to hearing your thoughts.

PS to some of the people I have spoken to recently who have genuine grievances this isn’t directed at you!



Give Green Crew a Chance

We recruit for a lot of yachts, across all departments and something we frequently hear is that a yacht doesn’t want to recruit green crew. I completely understand the reasoning and thinking behind this but sometimes I don’t think it’s the way forward.

Generally the argument goes that the yacht in question doesn’t have the time or desire to develop a greenie to get them to a level where they are a competent member of crew. Obviously if you are a small yacht with a small team then it might not be feasible. Equally if the boss gets on tomorrow for 3 months straight then it isn’t ideal either. However on larger yachts I believe its more manageable than people think.

To clarify I’m not suggesting all green crew are great, because there are large amounts who aren’t. There are also plenty of crew with a season or two of experience who are useless and more trouble than they are worth. However I believe there are undiscovered diamonds in the rough out there.

So we are clear my definition of an undiscovered diamond is someone who brings something else to the table. A carpenter or boat builder or someone who has hospitality experience gained at Michelin starred restaurants / 5 Star hotels. Previous experience I look for in green crew include ex military, previous maritime employment, high end hospitality, event management and people with a trade (plumbers, electricians, carpenters etc) will have strong cross over skills and attitudes. I also love candidates who have worked for years in a dull, unglamorous job because that speaks volumes about their personal attributes. Backgrounds in the previous areas and a great, enthusiastic attitude and a likeable personality go an awful long way.

Below are a few points which hopefully will make some boats consider a green option.

Too many Chiefs

Often yachts recruit another experienced deckhand or stew to add to the 4 they already have. If everyone has a year or two of experience then it is very easy to fall into a situation where you have too many cooks to spoil the broth. If all the team are ambitious or ‘alpha’ then it can create significant problems. Going with staggered levels of experience mean it is much more likely a natural hierarchy will exist.

Average salary / package

If you are only offering an average salary or package your options are going to be limited. A standard contract with 38 days of leave isn’t that attractive to a strong crew member. You will need something else seriously appealing, for example if you are a busy charter you can have your pick of crew. If your package only attracts average at best crew then I would argue you would be better served choosing a green member of crew with a winning attitude. Especially if that average member of crew brings a bad attitude with them because they feel they deserve 3000 euros and 60 days of leave.

No time to train them up

Once the season has started then time can be at a premium but if you are recruiting in March then you definitely have time to get the basics in place with one of the diamonds mentioned above. Alternatively if the season has started, someone who has done plenty of day work already should have a decent foundation in place. Another possibility is to get several potential options on for a few days of day work. Everyone has different levels of aptitude and the natural stew will generally stand out. As will the person with a great attitude and the person with a great work ethic. Someone with common sense is actually pretty rare too and is a much underrated attribute.

Turnover onboard

Hiring green crew with the right attitude will mean hiring someone who has the determination to prove themselves, work hard & most of all, commit. Green crew with the right mindset will want to gain experience and get some longevity under their belt, meaning they’ll stay with a yacht longer than an experienced but poor crew member.

Save some money

Employing a green crew member who has a relevant background or extensive day work could save you some money. Whilst cutting costs isn’t always a good thing it can sometimes be beneficial. Save agency fees and some salary costs by going green.

Give something back

We were all green once. It’s great to pass on knowledge and have a hand in training and developing someone to their full potential. It's key to remember that some of these green crew will go on to be our future Captains and Chiefs!


Feel free to email me at tim@quaycrew.com if you have any feedback on this post, or want to know more about hiring the right Green Crew for your Yacht.

From Chief to Captain

How to make the transition from Chief Officer to Captain

This is generally the most challenging step to make in yachting as there is a huge surplus of ‘Captains’ with their Master 3000gt vs Captain jobs. There is probably only 500 yachts worldwide which tick the boxes of decent salary, leave, owner, management, budget etc. While there are many more yachts out there which have significant issues attached to them and aren’t a great work environment for whatever reason. Obviously, people want to avoid these roles, unless they are desperate, which creates an overflow of thousands of Captains competing for the good jobs.

So what can you do as a Chief Officer to make the transition easier?

Hopefully all of that will help assist you in the future when you look to make that step up.

Developing an Interview Process: Part 1

I thought I would write this blog as I think many yachts don’t have a great interview process in place and hopefully this will help remedy that! Many yachts have an interview formula that is completely unplanned and unstructured. This blog is designed to give you a basic plan to follow when interviewing prospective crew members. Once you have decided on a plan I would follow it religiously every interview.

The most obvious structure is to do an introduction which covers the yacht, the culture on board, the job role and finally what is expected of the crew member (habits, attitude etc) joining before you start asking questions. However, doing things in that order means the interviewee has been given some strong hints about what you want to hear in the answers. So, I would interview the candidate first and then cover the yacht, culture on board etc afterwards. Have a word document with prompts on it printed out for each candidate so that you can make notes (e.g. when available, salary expectations) on as you interview them – Also in that document, have some in depth questions that you ask every candidate every time. I would suggest these cover both work & experience, but most importantly attitude.

Also, I would also suggest that the HOD does the initial interview and the Captain does a 2nd. Some yachts also make prospective candidates fill in a questionnaire which is a great idea, I think. One phone or face to face interview isn’t always enough. This whole process from initially receiving the CV to making an offer should only take a few days.

To keep this blog relatively brief I have only included a couple of example questions for each area of the interview to show you what I mean. I believe it is essential every interview should have some questions from each section for it to be a well rounded, thorough interview.

Chances are you won’t like one or two of the questions below. However there are dozens more you could ask ranging from the obvious to the not so obvious. Email me at tim@quaycrew.com and I will send you a document which contains all these questions plus what you are looking for with the answer. Without blowing my own trumpet a lot of work has gone into this document and it should contain something useful for everyone.


This section is to get some background information on the candidate in question. So I would use some general questions here. I have provided examples of some questions you could ask.

Personality Questions

Personality is absolutely key on a yacht. One moaning, negative crew member can easily drag everyone else down so I would go into this from a couple of different angles to try and unearth the truth.

Motivation / Attitude questions

This is a slightly different variant on the personality questions, but again absolutely vital to investigate. These can be both positively or negatively framed questions. All answers will be insightful. I think the negative questions are potentially more insightful as most people know what is expected of them for the positive questions. Always ask for real life examples not hypothetical ones. That way you will get some honesty.

Job Competency Questions

Here you are targeting a specific skill set which you feel is integral to the job at hand. Here you dig into a skill set and really find out if the candidate has a proper understanding of it. Essential to explore in interview.

Scenario questions

These are designed to test a crew members moral compass. Some of them are very tricky ethical questions too and put the interviewee right on the spot. Some of them don’t necessarily have a right answer but all the answers are insightful.


Career / The Future Questions

This section is fairly obvious but the questions still need to be asked.

Social / Hobbies questions

I like questions about this sort of thing. I believe a history of success in in a sport or hobby generally means a candidate has some good traits to build upon.

Challenging Questions

Not all of the challenging questions will be applicable to all candidates but some will be.

Logistical questions

These are to ensure the logistics work. Obvious again but easily forgotten.


Part two of this blog will cover the 2ndhalf of the interview which is when you tell the candidate about the yacht, culture on board etc. Whilst this probably seems like it will be a fairly short blog it is extremely important to get right to ensure you get the right candidates. Any queries or thoughts please don’t hesitate to email me on tim@quaycrew.com. Thanks.